When thinking about putting together a diverse team, it is important to represent people with disabilities
One of the key factors in running a successful business is attracting and retaining talent. Apple, Google and Meta, for example, have already demonstrated the transformative power of a diverse team. The possibility that a product is born globally in a plural table is much greater than in a group made up of a single background.
In addition to gaining a broader view and serving different markets, blind spots can be minimized in relation to behavior, consumption and the market, among others.
When thinking about putting together a diverse team, it is important to represent people with disabilities (PCD). A United Nations fact sheet notes that currently between 50% and 70% of people with disabilities are unemployed in industrialized countries and between 80% and 90% in developing countries.
In Brazil, according to the IBGE, 45 million citizens are people with disabilities, but the country employs less than 1% of this population. According to the same census, 7 million people with disabilities are of working age, aged between 18 and 59, but most of this public is unaware of their rights and the claims posed by legislation, such as the obligation to hire PCD for companies with one hundred or more employees.
Different hires no longer involve costs and difficulties
Despite the scenario, it’s a real myth to believe that different types of hiring bring more cost or difficulty to the processes. Conversely, organizations that employ people with disabilities see greater competitive advantage, an inclusive work culture and awareness of capabilities.
Adaptation works in the workplace to ensure that people with disabilities are fully integrated also prove to be low-cost and with more benefits than costs for organisations.
In its annual survey, the US Department of Labor’s Job Accommodation Network (JAN) found that employers are willing to provide housing for employees to keep them with the company, and most contractors report associated costs of zero or very low to this suitability. We live in a society with multiple cultures.
Diversity and inclusion represent unity, respect and empathy for these pluralities. Fostering them is primarily a mindset shift that at the same time encourages greater engagement with the organization.
The difference is important to grow
Differences are important and make companies grow. It has been demonstrated that by adopting inclusive actions, managers promote an improvement in the organizational culture and reaffirm their positioning in the market, but today this theory goes further and anyone who does not make true inclusion feasible can be left behind.
Many investors have already decided to only deal with companies that have an established board diversity framework. The Nasdaq, for example, has already positioned itself by demanding that listed companies have adjustments in their inclusion policy.
There is still a huge gap that needs to be filled by organizations, but the commitment of large companies and the legalization of requirements, as well as the dissemination of information, are bringing about a daily evolution on this topic. It is a path with no return and with great potential for the corporate universe and for society.
. he is partner-director of Um.a Diversidade Criativa. Graduated in social communication and marketing, he is an entrepreneur, entrepreneur and founder of the Mestre Diversidade Inclusiva (MDI) training program, in partnership with Pearson Educacional.+
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Source: Terra
Camila Luna is a writer at Gossipify, where she covers the latest movies and television series. With a passion for all things entertainment, Camila brings her unique perspective to her writing and offers readers an inside look at the industry. Camila is a graduate from the University of California, Los Angeles (UCLA) with a degree in English and is also a avid movie watcher.
